Lauren Snyder
About Lauren Snyder
Lauren Snyder is a long-tenured Consumers Energy/CMS Energy executive, listed as a Vice President as early as 2017 and again in 2022, and was named Senior Vice President, Chief Customer and Growth Officer effective July 1, 2025, overseeing Customer Operations, Customer Experience, Sales, Marketing, Customer Programs, and Economic Development . As VP of Customer Experience she was quoted in 2025 on EV charging optimization initiatives, indicating direct leadership of customer-centric innovation programs . Company performance context during her tenure includes CMS delivering adjusted EPS growth for the 21st consecutive year in 2023 (adjusted EPS $3.11, 2024 guidance $3.29–$3.35), and achieving a three-year TSR of 15% vs peer median 13% (52nd percentile) for the 2022–2024 LTI cycle; 2025 year-to-date and guidance also show continued strength .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Consumers Energy / CMS Energy | Vice President (Officer) | 2017; 2022 | Senior officer role (listed among corporate officers), contributing to customer operations and experience . |
| Consumers Energy | Vice President, Customer Experience | 2025 | Publicly leading EV charging optimization pilot efforts to reduce grid upgrade costs and customer charging expenses . |
| CMS Energy | Senior Vice President, Chief Customer and Growth Officer | Effective Jul 1, 2025 | Oversees Customer Operations, Customer Experience, Sales, Marketing, Customer Programs, and Economic Development, aligning growth with customer needs . |
External Roles
- No public company board or external director roles for Snyder are disclosed in the available documents; skip.
Fixed Compensation
- Specific pay elements for Snyder (base salary, target bonus, actual bonus) are not disclosed in the available filings; skip.
Performance Compensation
- CMS’s executive incentive architecture (applies to NEOs and generally informs officer pay structure):
- Annual Incentive Plan is based on EPS and utility operational goals; payouts range from 17.5% to 200% of target for EPS and 0.8% to 175% for utility goals, with formula Base Salary × Target Award % × Plan Performance Factor and committee discretion up to +20% .
- Long-term equity uses performance-based restricted stock (no stock options). Awards vest on three-year performance vs peers for Relative TSR and on EPS growth performance, followed by tenure-based vesting; the 2022 awards vested based on TSR and EPS, with TSR at the 52nd percentile (15% CMS TSR vs 13% peer median) .
| Plan Component | Metric | Performance Period | Payout Mechanics | Vesting |
|---|---|---|---|---|
| Annual Incentive | EPS | 1 year | 17.5%–200% of target based on performance; committee may adjust ±20% . | Cash upon approval . |
| Annual Incentive | Utility Operational Goals | 1 year | 0.8%–175% of target based on performance . | Cash upon approval . |
| Long-term Incentive (Restricted Stock) | Relative TSR vs utility peer group | 3 years | Market-conditioned vesting; assessed vs S&P 500/Midcap utility peers . | Vests after performance period and post-performance tenure condition . |
| Long-term Incentive (Restricted Stock) | EPS Growth | 3 years | Performance-conditioned vesting under EPS growth targets . | Vests after performance period and post-performance tenure condition . |
Note: CMS has not granted stock options since August 2003; the stock plan prohibits option repricing, buy-backs, and cancel/re-grant at lower exercise prices .
Equity Ownership & Alignment
- Policies relevant to officer alignment:
- Stock ownership guidelines require officers to own CMS shares equal to 1–6× base salary within five years (performance-based restricted stock does not count toward compliance) .
- Hedging and pledging of company securities are prohibited for employees and directors .
- Clawbacks are in place for annual incentive and LTI awards in the event of restatement, and may be used for mistakes in award calculations .
- Individual beneficial ownership for Snyder is not listed in the available beneficial ownership tables (which cover directors and NEOs), and no pledging by directors/NEOs was indicated in those tables; skip personal ownership specifics .
Employment Terms
- CMS states that in 2024 NEOs had no traditional employment agreements but had Change-in-Control Agreements and Officer Separation Agreements; terms include double-trigger equity vesting on change-in-control and medical coverage payments under CIC Agreements. Snyder-specific contractual terms are not disclosed; skip Snyder-specific severance multiples .
Investment Implications
- Elevation to SVP, Chief Customer and Growth Officer effective July 1, 2025 positions Snyder over key growth levers (customer operations, sales/marketing, programs, and economic development), signaling organizational emphasis on customer-centric growth and load-related initiatives (e.g., data centers, manufacturing, EV charging) that underpin CMS’s 6–8% adjusted EPS growth trajectory .
- Alignment: CMS’s prohibition on hedging/pledging, stock ownership guidelines, clawbacks, and performance-based restricted stock (TSR/EPS) create strong structural pay-for-performance alignment; absence of stock options reduces repricing risk .
- Data gaps: Snyder’s personal compensation mix, award sizes, and ownership levels are not disclosed in the available filings; monitor the next proxy (DEF 14A) and any Item 5.02 8-Ks for compensatory arrangements or retention bonuses tied to the 2025 reorganization .
- Trading signals: Without Form 4 data here, insider selling pressure cannot be assessed; monitor insider filings post-promotion for RSU/PSU grants and vesting schedules that could create selling windows and near-term supply. Company execution and regulatory outcomes continue to support guidance raises and premium growth, which are favorable backdrop for customer-led expansion initiatives under Snyder’s remit .